GTM Recruiter

Every business relies on accounting.

Yet most software in the space was built in the early 2000s — clunky, slow, and far behind the curve on AI. Today, accountants are facing a growing, unsolved data problem as a consequence of complexity, data, and system fragmentation — and they lack the tools to solve it.

Every GTM hire is a bet on revenue. As we scale Sales against a bar we're not willing to lower, the reps we bring in are the ones customers actually talk to — the difference between a deal that closes and one that stalls. This role owns full-cycle execution on that bet: not just filling seats, but building the sourcing, calibration, and candidate-experience machinery that lets Numeric win 1% talent.

• Full-cycle execution: the entire lifecycle for sales roles, from the first sourcing string to the final closing call.

• Sourcing as a craft: non-traditional, innovative methods for surfacing passive talent who aren't on LinkedIn actively looking.

• Stakeholder partnership: calibrating roles with Founders and leadership and pushing back with strategic guidance.

• Candidate experience: a "high-touch" bar for every candidate, regardless of outcome; you take pleasure in the details.

• Operational rituals: the recruiting infrastructure itself — ATS hygiene, reporting, referral loops — built and refined as you go.

• Have a foundation in GTM/sales recruiting (agency or high-growth startup) and are looking for more ownership than that foundation gave you.

• Thrive in the "chaos-to-order" phase — you don't wait for a manual, you build the solution and then the manual.

• Aren't intimidated by a technical product or a complex buying motion; you want to understand how we sell, and who we sell to, so you can speak credibly to sales candidates about the role and the opportunity.

• Are externally competitive (you want to win talent) but internally collaborative and empathetic with teammates.

• Treat organization as the only way to scale quality in a fast-moving environment, not a chore that falls away under pressure.

• 3-5 years of GTM/sales recruiting experience, with a track record of closing candidates in competitive markets.

• Demonstrated ability to run a full-cycle process independently - sourcing, screening, stakeholder calibration, and close - without heavy oversight.

• Strong written and verbal communication; you can represent both the candidate to the business and the business to the candidate.

• Experience recruiting sellers out of larger platforms or enterprise software companies into early-stage roles.

• Experience building recruiting process from scratch at an early-stage startup (ATS setup, referral programs, reporting cadences).

We believe the best company is the one with the best ICs, and we've built a culture to maximize great work — as a recruiter here, your job is to protect and amplify that. We believe attracting top talent come from a desire to win, a deep care for the craft, and a pragmatism in recruiting for overall impact.

We strongly believe we will only be successful if everyone on the team — recruiters included — is anchored in our core principles:

• Own the Outcome: We own our results. We typically hire builders and give them large mandates with high trust. As a manager, you're responsible not just for your team's code, but for ensuring your team is solving the end problems of the users.

• Brick by Brick: To win, our team needs to show up and execute in each domain every day.

• Love the Game: We focus on the craft and a deep sense of giving a f*ck. We're building a company full of people who are equally engaged and motivated — that starts with how you lead.

• Earn the Right: Our ability to rethink how things are done depends on the trust and reputation we build by shipping quality products and improving the lives of our users.

• SALY: We refuse to accept "Same As Last Year." We bring fresh eyes to a stagnated and underserved domain, including in how we build and run engineering teams.